The document is a conflict-management style survey that asks the respondent to allocate points among different responses to conflict situations. It analyzes the responses to determine if the person has an aggressive/confrontational, assertive/persuasive, observant/introspective, or avoiding/reactive conflict management style. A high score in columns 1 and 2 indicates a tendency towards direct engagement, while a high score in columns 3 and 4 suggests a more passive accommodation approach. The interpretation provides descriptions of each style.

1. Conflict-Management Style Survey
Marc Robert
Date ___________
Instructions: Choose a single frame of reference for answering all 15 items, in this case, use work-
related conflicts.
Allocate 10 points among the four alternative answers given for each of the 15 items below.
Example: When the people I work with become involved in a personal conflict, I usually:
Intervene to settle the Call a meeting to talk Offer to help if I can. Ignore the problem.
dispute. over the problem.
3 6 1 0
Be certain that your answers add up to 10 points.
1. When someone I care about is actively hostile toward me, i.e., yelling, threatening, abusive, etc., I
tend to:
Column 1 Column 2 Column 3 Column 4
Respond in a hostile Try to persuade the Stay and listen as long Walk away.
manner. person to give up as possible.
his/her actively hostile
behavior.
2. When someone who is relatively unimportant to me is actively hostile toward me, i.e., yelling,
threatening, abusive, etc., I tend to:
Respond in a hostile Try to persuade the Stay and listen as long Walk away.
manner. person to give up as possible.
his/her actively hostile
behavior.
3. When I observe people in conflicts in which anger, threats, hostility, and strong opinions are
present, I tend to:
Become involved and Attempt to mediate. Observe to see what Leave as quickly as
take a position. happens. possible.
4. When I perceive another person as meeting his/her needs at my expense, I am apt to:
Work to do anything I Rely on persuasion and Work hard at changing Accept the situation as
can to change that “facts” when how I relate to that it is.
person. attempting to have that person.
person change.
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2. 5. When involved in an interpersonal dispute, my general pattern is to:
Draw the other person Examine the issues Look hard for a Let time take its course
into seeing the problem between us as logically workable compromise. and let the problem
as I do. as possible. work itself out.
6. The quality that I value the most in dealing with conflict would be:
Emotional strength and Intelligence. Love and openness. Patience.
security.
7. Following a serious altercation with someone I care for deeply, I:
Strongly desire to go Want to go back and Worry about it a lot but Let it lie and not plan to
back and settle things work it out – whatever not plan to initiate initiate further contact.
my way. give-and-take is further contact.
necessary.
8. When I see a serious conflict developing between two people I care about, I tend to:
Express my Attempt to persuade Watch to see what Leave the scene.
disappointment that them to resolve their develops.
this had to happen. differences.
9. When I see a serious conflict developing between two people who are relatively unimportant to me,
I tend to:
Express my Attempt to persuade Watch to see what Leave the scene.
disappointment that them to resolve their develops.
this had to happen. differences.
10. The feedback that I receive from most people about how I behave when faced with conflict and
opposition indicates that i:
Try hard to get my way. Try to work out Am easy going and take Usually avoid the
differences a soft or conciliatory conflict.
cooperatively. position.
11. When communicating with someone with whom I am having a serious conflict, I:
Try to overpower the Talk a little bit more Am an active listener Am a passive listener
other person with my than I listen. (feeding back words (agreeing and
speech. and feelings.) apologizing).
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3. 12. When involved in an unpleasant conflict, I:
Use humor with the Make an occasional Relate humor only to Suppress all attempts at
other party quip or joke about the myself. humor.
situation or the
relationship.
13. When someone does something that irritates me (e.g., smokes in a nonsmoking area or crowds in
line in front of me), my tendency in communicating with the offending person is to:
Insist that the person Look the person directly Maintain intermittent Avoid looking directly at
look me in the eye. in the eye and maintain eye contact. the person.
eye contact.
14. (Same situation as #13)
Stand close and make Use my hands and body Stand close to the Stand back and keep my
physical contact. to illustrate my points. person without hands to myself.
touching him or her.
15. (Same situation as #13)
Use strong, direct Try to persuade the Talk gently and tell the Say and do nothing.
language and tell the person to stop. person what my
person to stop. feelings are.
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4. Scoring Instructions
Step Action
1 Add your scores vertically, resulting in 4 column totals.
Fill in the column totals in the chart below
2 Total your scores for column 1 and 2 and fill in total for Score A.
Total your scores for column 3 and 4 and fill in total for Score B.
3 Darken in the bar graph to reflect your totals for each column.
Total Column 1 Total Column 2 Total Column 3 Total Column 4
Score A Score B
Bar Graph of Total Scores for Each Column
Column Column Column Column
1 2 3 4
150
125
100
75
50
25
0
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5. Interpretation
Column Description
1 Aggressive/Confrontive (Competing)
High scores indicate a tendency toward “taking the bull by the horns” and a strong need to
control situations and people. Those who use this style are often directive and judgmental.
The opposite of accommodating: One uses whatever seems appropriate to win one’s own
position.
2 Assertive/Persuasive (Collaborating)
High scores indicate a tendency to stand up for oneself without being pushy, a proactive
approach to conflict, and a willingness to collaborate. People who use this style depend
heavily on their verbal skills.
The opposite of avoiding: One works with the other person to find a solution that fully
satisfies both one’s own concerns and those of the other.
3 Observant/Introspective (Accommodating)
High scores indicate a tendency to observe others and examine oneself analytically in
response to conflict situations as well as a need to adopt counseling and listening modes of
behavior. Those who use this style are likely to be cooperative, even conciliatory.
One seeks to satisfy the other person’s concerns at the expense of one’s own.
4 Avoiding/Reactive (Avoiding)
High scores indicate a tendency toward passivity or withdrawal in conflict situations and a
need to avoid confrontation. Those who use this style are usually accepting and patient,
often suppressing their strong feelings.
A person neglects his or her own concerns as well as those of the other person by not raising
or addressing the conflict issue.
Compromising (intermediate in cooperativeness and assertiveness)
One seeks an expedient middle-ground position that provides partial satisfaction for both
parties.
Score Description
A If significantly higher than Score B (25 points or more), may indicate a tendency toward
aggressive/assertive conflict management.
B If significantly higher than Score A (25 points or more), may indicate a more conciliatory
approach.
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